While these specific personnel practices are

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Unformatted text preview: se of Delery and Doty (1996). While these specific personnel practices are discussed below, research has established linkages between SHRM and various measures of organizational effectiveness (Arthur, 1992, 1994; Delaney and Huselid 1996; Gerhart and Milkovich, 1990, Huselid, 1993, 1995; Schuler and Jackson, 1988; Terpstra and Rozell, 1993). Whereas much of this research has concentrated on private sector organizations, this study focuses on the provision of public social services (Selden, Jacobson, Ammar, and Wright, 2000). The general hypothesis underlying this study is that each practice does indeed matter and individually (and collectively) contributes to organizational success. STRATEGIC HUMAN RESOURCES PRACTICES Internal Career Ladder A career system is necessary to focus individual attention on the strategic issues facing an organization over the long term. Objectives and reward systems tied to the short-term lead to dysfunctional behavior and goal displacement. Government with its 2- 6 year, 4-year, and 6-year electoral cycles has always suffered from this myopia. A longterm perspective induces organizational commitment and loyalty. It enables individuals and organizations to invest in training and productivity improvements knowing that they will reap the benefits from that enhanced knowledge and technique. County social service professionals generally perceive the existence of career ladder. However, this ladder is seen as rather narrow within their organizations. Hence, career or promotional opportunities may lead outside of the organization. Formal Training Systems It can no longer be taken for granted that employees will arrive at work with all the requisite skills. Too much of what goes on in today's organization requires specific adaptation. The most knowledgeable and skilled worker still requires training so as to fit into the organization and become a valuable contributor to the team (Quinn, Anderson, and Finkelstein, 1996). The chief function of the supervisor is the development o...
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